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Redefine Performance Management

Create a customized approach to performance management that drives organizational success and enhances the employee experience.

  • Leaders know effective performance management (PM) is essential to the business but continue to struggle to find what works for their organization’s context. This leads to organizations regularly changing and adding PM processes and practices without a defined plan or purpose. When PM doesn’t have a clear purpose, it aims to serve every possible goal and ends up serving none.
  • Many organizations emphasize the process of PM, focusing primarily on formal evaluations and documented goals, and fail to adequately recognize the human experiences that make PM effective – psychological safety, trust, and ongoing coaching and feedback (and many more).

Executive Summary

Critical Insight

Strategic performance management goes beyond a well-defined process – it looks below the surface at the human experience of PM. Balancing a process-driven and human-centric approach drives success and employee engagement through healthy performance conversations centered on growth and development.

Impact & Result

  • This research will help HR craft a PM philosophy statement that clearly outlines the organization’s approach to PM in alignment with strategic objectives.
  • It will guide HR in designing a human-centric PM framework to enhance coaching and feedback conversations and build relationships between leaders and employees centered on psychological safety and trust.
  • It will support HR in equipping leaders and employees with the skills and resources to engage in meaningful coaching and feedback conversations to drive employee and organizational performance.

Research & Tools

1. Define the performance management philosophy

Engage with key players, collect strategic insights, establish performance management objectives, and craft a philosophy statement that reinforces strategic objectives and aligns with the organization’s culture.

2. Design the performance management framework

Define and plan the foundation of the performance management framework, establish the organization’s approach to performance evaluations, and determine how the organization will develop and monitor employee performance through effective coaching and feedback.

3. Launch the performance management framework

Build performance management capabilities through L&D initiatives, adapt talent management programs, confirm responsibilities, create an action and communication plan, and gather and monitor data to verify the impact of the performance management framework.

Workshop

Engage McLean & Company facilitators to lead your team through the Redefine Performance Management online workshop.

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Workshops offer a structured 3-5 day session designed to help HR teams and organizations address specific challenges and implement HR best practices.

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